CPSU draft TAFE log of claims – for CPSU member comment only CPSU Draft TAFE Log of ClaimsThe CPSU serves the following claims on TAFE NSW for a Collective Agreement toreplace the TAFE Administrative, Support and Related Employees EnterpriseAgreement 2012.We seek to rename all TAFE Administrative, Support and Related Employees,as TAFE Professional Staff as it better reflects the professional status andprofessionalism of all staff.Further in recognition of this we seek an Agreement that contains provisions toRecognise, Respect and Reward staff.The term of the Agreement and the quantum of salary increases claimed will bedetermined by the CPSU‟s members in response to, and in the context of,negotiations.To protect our terms, conditions and job security, we seekthe following: 1. to maintain all existing conditions of employment for staff, unless otherwise improved as a result of negotiations with the CPSU. 2. where policies and guidelines affect staff they can only be made or varied by agreement with the CPSU. 3. all terms and conditions of employment contained in the Agreement will be prescribed in plain English. The parties will make a genuine effort to remove duplication and ambiguity from existing clauses and ensure that new clauses avoid ambiguity. The Agreement will be written in a manner that ensures explicit entitlement, and not in aspirational language. 4. the Agreement will incorporate the TAFE commission of NSW Flexible Working Hours Agreement 2012 5. in line with the Staffing Procedures for TAFE NSW that TAFE commits to permanent employment as the standard form of employment that is to be utilised wherever possible, through application of merit selection
CPSU draft TAFE log of claims – for CPSU member comment only processes, and to recognize that this form of employment provides the greatest security and wellbeing for staff and their families.6. in line with the Staffing Procedures for TAFE NSW permanent positions which are substantively vacant should be filled permanently whenever possible.7. improvements to the process to convert temporary staff to permanent employment8. provisions for the conversion of long term casual employees to permanent employment, with the employee‟s agreement9. a standard casual minimum engagement period of three consecutive hours each day10.service as a casual will count towards service after gaining permanent ongoing work, or in the event of redundancy.11.TAFE will report to CPSU representatives, on a quarterly basis, through existing consultative arrangements on the use of casual, temporary, permanent, part-time and labour hire employees12.an outsourcing clause that provides that TAFE can only outsource the work performed by existing staff: • where in particular circumstances specialised equipment or specialised services that are not readily or cost effectively available within TAFE or the NSW public sector are required, or • where there is demonstrated inefficiency and where empirical evidence is presented to support this, such evidence being available to the CPSU and staff and capable of independent verification or refutation, or • where there is a requirement for independence in the provision of services and only after all alternatives to replacing existing staff with contract labour have been explored. This will include that the CPSU and affected members has been given the opportunity to assess any evidence that is presented to support the case for
CPSU draft TAFE log of claims – for CPSU member comment only outsourcing and an opportunity to present TAFE with alternatives to outsourcing. 13.a decision to outsource work will not be justified primarily on the basis that an outside provider has lower rates of pay than for TAFE staff. 14.provisions for converting externally funded, recurring positions to Permanent (Contingent Funded) Employment to provide increased job security. 15.the allowance for living in a remote area applies to all staff covered by the Agreement who live in a remote area.To reward staff appropriately we seek the following: 16.guaranteed fully funded annual pay increases over the life of the Agreement at a rate and frequency to be determined by CPSU members during negotiations, calculated from the nominal expiry date of the current Agreement. Staff are to be b a c k p a i d f o r any delays and each pay increase will compound onto the previous salary. 17.an increase in all salary and wage related allowances from the commencement of the Agreement, consistent with the total agreed salary outcomes over its term. 18.TAFE explore the provision of salary deductions for non-work based childcare.To enhance the dignity, respect, safety and careerprogression of staff, we seek the following: 19.a commitment that forced redundancies can only be used as a last resort and that this cannot be achieved whilst labour hire staff are employed in positions that would otherwise be covered by the Agreement. 20.the Agreement will provide enhanced measures to ensure: a. compulsory, timely, genuine and effective consultation occurs with all relevant internal stakeholders prior to change management occurring; b. comprehensive consultative arrangements including the early notification of the consideration of organisational change, the rationale for change, the provision of all relevant information including financial information, workload implications and cost benefit analyses relating to the proposed change;
CPSU draft TAFE log of claims – for CPSU member comment only c. the CPSU is fully informed of any organisational change under consideration when that change is first contemplated; d. where a formal change management process is in place, the CPSU will be provided by TAFE, as soon as is practicable, with all copies of draft, formal and final change plans and all other relevant documentation distributed to affected staff; e. a prohibition on the “spilling and filling” of jobs; f. that mutually agreed redeployment is the principal means of managing displaced employees, and a comprehensive means of mitigating the number of redundancies; g. that for redeployment there is a centrally administered suitability assessment and placement process and six month trial placement arrangements by mutual agreement; h. that it is incumbent on the TAFE to demonstrate why an employee would not be suitable for redeployment given access to appropriate training; i. that in the case of redundancies, TAFE will increase its range of options to Staff, including the option of „voluntary position swaps‟; j. that formal change processes will identify any expected workload increases for staff in the affected unit and present means for mitigating such increases. A regular post-change workload review will be incorporated as a formal procedure in all formal change processes, and steps will be developed to counter any such increases in workload where identified; k. that Staff are paid any reasonable costs and charges associated with a program of retraining or other agreed measure to mitigate the effects of a staff employee position becoming surplus; l. that Staff participating in any scheme that temporarily reduces their salary (including a temporary variation of their substantive position involving a change from full time to part time hours) will have any severance payments calculated on the substantive salary that was paid prior to the temporary variation (including any subsequent pay rises) if redundancy occurs while this temporary arrangement is in place; m. a job search assistance scheme of up to $5000 each is provided, for employees accepting voluntary separation from employment; and n. a prohibition on employees undertaking the work of a redundant position.21.improvements for the process for the management of conduct and performance, including the prohibition on suspension without pay.22.the Agreement will explicitly provide that there will be zero tolerance of all forms of discrimination, bullying and harassment; will provide a specific framework for dealing with allegations of discrimination, bullying and harassment, and will contain specific measures to prevent repetition of such behaviour in individuals, and within work units.
CPSU draft TAFE log of claims – for CPSU member comment only 23.staff elected as Health and Safety Representatives (HSR) will be provided with an allowance comparable to the first aid allowance. 24.That TAFE will provide taxi vouchers for staff that are required to work past 7:00pm.To ensure that the work environment enhancesprofessional recognition, reward and support, we seekthe following: 25.staff are to be provided with career paths through ongoing training and career development opportunities, creating the opportunity to progress to the highest classification level. This will create a trained, multi skilled workforce with consequent increased job satisfaction. Training and career development measures may include: • payment of course fees, including HECS • 10 days paid career development leave per year • improved study leave provisions • broad banding across the classification structure • accelerated salary progression • provision of opportunities to undertake higher duties • staff interchanges or secondments within and outside TAFE NSW • attending conferences • study visits interstate and overseas • the establishment of a performance development fund (up to $2000 per annum for each employee) for approved training and development activities that enhance the ability of staff to develop beyond their current role • the establishment of a scholarship program, which will recognise potential and reward outstanding performance of staff. The scholarship program will include at least two fully funded scholarships per year to undertake approved courses of study with the TAFE NSW or a NSW based University. 26.all staff will be classified consistent with the duties they perform and in accordance with the classification descriptors that will remain in the Agreement. 27.the Agreement will: a. provide a comprehensive and fair classification and job evaluation process for staff;
CPSU draft TAFE log of claims – for CPSU member comment only b. ensure a reclassification process that is clear and transparent; c. include a sample position description which explicitly sets out content requirements; d. provide for the regular review and comparison of all positions and position descriptions for accuracy; e. provide for position evaluation at the initiative of the employee; f. ensure that position descriptions contain the totality of duties required of an employee without ambiguity. 28.TAFE will create a mechanism in consultation with the CPSU to provide for regular review over the life of the agreement regarding the effectiveness of existing performance planning and development in meeting the career aspirations and development needs of Staff. 29.the Agreement will include measures to ensure the objectivity of staff assessment by their reviewers and will include avenues for effective appeal against assessments reviewed staff believe to be inaccurate. 30.the Agreement will include a mandatory career development component tied to resources which are funded centrally. 31.the Agreement will ensure that all staff required to undergo a PP&D process will have a current and up to date duty statement or job description prior to engagement in the process. 32.all procedures relating to staff performance and conduct are designed and undertaken according to the principles of natural justice.To ensure that staff have the opportunity to balance workand life, we seek the following: 33.the Agreement will enshrine reasonable working hours and there will be no provision for ordinary working hours to be increased. 34.working hours will always take account of caring responsibilities and work life balance and proposed changes to an employee‟s working hours must give primacy these considerations. 35.all working hours are to be remunerated.
CPSU draft TAFE log of claims – for CPSU member comment only36.TAFE will ensure that workloads of staff are safe, realistic and achievable. steps will be taken to ensure that workload issues do not negatively impact on a staff member‟s ability to access regular leave, flexibility and training and career development opportunities.37.the Agreement will provide for arrangements to monitor and ensure reasonable and manageable workloads, including an independent appeal process to challenge unreasonable workloads.38.all change management proposals must include an assessment of the workload implications for staff, and measures to mitigate any anticipated increase in workload.39.improvements to sick leave provisions40.the Agreement will provide for four weeks paid grandparent leave and other provisions that will facilitate the retention of mature age workers. This may include: job sharing, mentoring strategies and strengthening protections against age discrimination.41.all paid parental leave entitlements shall be in addition to the Federal Governments Paid Parental Leave scheme.42.the Agreement will make qualitative and quantitative improvements to parental leave, including an increase of paid partner (non-primary care giver) leave.43.the Agreement will include improvements to Family and Community services Leave.44.the Agreement will incorporate provisions for special leave for people Working with the NSW and other governments or international organisations45.improvements to the existing domestic violence provisions, including: 20 days per year of paid special leave where requested by the employee, temporary or permanent changes to working times and patterns, changes to specific duties, or redeployment or relocation
CPSU draft TAFE log of claims – for CPSU member comment only measures to ensure a safe working environment, for example changing a telephone number to avoid harassing phone calls staff cannot be adversely affected at work because they are experiencing domestic violence - for example not being disciplined for job performance problems or denied opportunities for promotion. 46.staff who support other staff experiencing domestic violence may take carers leave to accompany them to court, to hospital, or to mind children 47. improvements to trade union activities regarded as special leave to include meetings called by Regional and District Trades and Labour CouncilsOther 48.training of managers and supervisors in the full range of their responsibilities, including workload management, staff feedback techniques, performance management and review; dealing with employees with special needs or returning to work after injury or illness, and cultural awareness. 49.measures which reflect the commitment of TAFE, employees and the CPSU to generate productivity through a sustainable environment and meet the challenges of climate change, including: consultative mechanisms to allow for consideration of the ways to reduce the carbon footprint and increase energy and resource efficiency of TAFE provision of appropriate facilities for employees to encourage working from home/telecommuting, walking, carpooling, cycling to and from work, and the use of public transport voluntary flexible working arrangements that could reduce the number of attendance days at TAFE without loss of pay or other entitlements 50.The CPSU reserves the right to raise other matters throughout negotiations that are to the benefit of CPSU members.